An Empirical Study on the Antecedents and Outcomes of Self-leadership for the Developing of Subordinate's Leadership

Im, Yooshin; Lee, Minsu; 하순복,

doi:10.18211/kjhrdq.2010.12.3.006

thekoreanjournalofhumanresourcedevelopmentquarterly

2010

DOI: 10.18211/kjhrdq.2010.12.3.006

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An Empirical Study on the Antecedents and Outcomes of Self-leadership for the Developing of Subordinate's Leadership

Yooshin Im¹,

Minsu Lee²,

하순복 하순복³

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Cited by 3 publications

References 29 publications

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Nurse Managers' Perceived Self-leadership Levels

2023

JONA: The Journal of Nursing Administration

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OBJECTIVE The aim of this study was to determine the perceived levels of self-leadership among nurse managers in the United States. BACKGROUND Self-leadership is the ability to influence and engage oneself to be self-aware and responsible, and leverage strengths to perform. Despite benefits identified from extant literature, there are no studies on self-leadership among nurse managers in the United States. METHODS A cross-sectional descriptive design was used. Eighty-eight nurse managers completed a survey using the Revised Self-Leadership Questionnaire. RESULTS Nurse managers identified moderate levels of self-leadership; the strategies with the lowest scores were constructive thought strategies, self-reward behaviors, and visualizing performance. There was a relationship between age and the identified self-leadership levels. CONCLUSIONS Further studies are needed to understand self-leadership among nurse leaders in the United States and beyond. There is an opportunity to increase nurse managers' self-leadership level by focusing on interventions to increase constructive thought pattern strategies, self-reward behaviors, and visualizing successful performance.

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Nurse Managers' Perceived Self-leadership Levels

2023

JONA: The Journal of Nursing Administration

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Leaving the military to work in civilian society: career adaptability by South Korean short- and mid-term veterans

Shirmohammadi

Jeong

et al. 2021

CDI

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PurposeMilitary officials who become accustomed to the distinct culture of the military face a variety of challenges when attempting to transition into the civilian workforce as veterans. These hardships even pertain to short- and mid-term veterans (SMVs) who leave the military at early career stages to pursue alternative career options. In this study, the authors explored the career construction decisions made by South Korean SMVs who left their military careers and successfully transitioned into the civilian workforce.Design/methodology/approachThe authors used a phenomenology approach and conducted a semi-structured interview with 19 SMVs to unpack their career transition experiences.FindingsThe authors identified the motivational factors that encourage SMVs to develop their four career adaptabilities and illustrated the necessity for such qualities pre- and post-transition. Furthermore, the authors characterized each individual experience by the theoretical constructs of career adaptability and highlighted the contextual characteristics that prompted the emergence of career adaptability.Originality/valueThis study contributes to the understanding of career mobility at early career stages and how career adaptability is developed and manifested in the context of transitioning from the military to civilian society.

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The Relationship among Nurses' Perception of Super-leadership, Self-leadership and Organizational Commitment

Kim

Won

Kang

et al. 2016

J Korean Acad Nurs Adm

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Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffé test, Pearson Correlation, and Multiple Regression. Results: The most influential factor for organizational commitment was super-leadership (β=.28, p<.001), followed by education (β=.16, p=.007), the number of unit nurses (β=-.18, p=.003), self-leadership (β=.17, p=.008), and the number of patients being under 10 (β=.12, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

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An Empirical Study on the Antecedents and Outcomes of Self-leadership for the Developing of Subordinate's Leadership

Cited by 3 publications

References 29 publications

Nurse Managers' Perceived Self-leadership Levels

Nurse Managers' Perceived Self-leadership Levels

Leaving the military to work in civilian society: career adaptability by South Korean short- and mid-term veterans

The Relationship among Nurses' Perception of Super-leadership, Self-leadership and Organizational Commitment

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